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35 Emp. Resp. & Rts. J. 1 (2023)

handle is hein.journals/emprrj35 and id is 1 raw text is: Employee Responsibilities and Rights Journal (2023) 35:1-2 https:/doi.org/10.1007/si0672-022-09433-2 Introduction to Paradigm Development and Diffusion in Human Resource Management over 39 Years of Scholarship Victor G. Devinatz' Published online: 15 December 2022 © The Author(s), under exclusive licence to Springer Science+Business Media, LLC, part of Springer Nature 2022 Human resource management (HRM) as an academic discipline arose from the field ofin- dustrial relations (IR) which focused on studies of the trade union movement and collective bargaining. The first major IR volumes appearing in the English language were probably those of two British scholars, Sidney and Beatrice Webb who wrote The History of Trade Unionism (1894) and Industrial Democracy (1897). In the United States, John R. Com- mons and his associates from the University of Wisconsin penned the first books in the IR field in the early 20th century with the publication of A Documentary History ofAmerican Industrial Society (1910-1911) and the four-volume History of Labor in the United States (1918-1935). Originally, personnel management (now HRM) was a major school contained within US IR which also included industrial psychology and industrial management. By 1960, however, personnel management was no longer a school within IR. As US trade union density noticeably declined by the early 1980s, IR programs, whether located in indepen- dent IR institutes/centers or business schools, began to teach more HR courses such as employee selection, compensation, training/development, etc. which were far more relevant to nonunion employers. Concurrently, with this trend, more scholarly articles began to be published on HRM topics in IR journals as well as other scholarly journals. In this timely, interesting, and well-written essay, Ms. Roshni Das, a former Assistant Professor of Human Resource Management in India and currently a Master of Public Administration degree student at the University of Missouri - Kansas City, analyzes 39 years of HRM scholarship and paradigm development in the field through a mixed methods historiography utilizing bibliometrics and content analysis techniques. In her article, she examines 39 years' worth of the published scholarship found in the prominent HRM para- digms which include Core HRM, Critical HRM, Critical Management Studies, Strategic HRM and IR. Ms. Das concludes, among other findings, that the Core HRM publications have exerted the most influence in the post-2000 period to the present day, Strategic HRM scholarship being the second most influential paradigm, Critical HRM research exerted the E Victor G. Devinatz vgdevin@ilstu.edu Department of Management & Quantitative Methods, Illinois State University, Normal, Illinois. US Springer

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